The Role Assessments Play in Talent Management
If you had a way to better ensure your organization was hiring the best candidate for a job, internally promoting the best employee and maximizing the potential of its workforce, wouldn’t you try it? Research tells us that nearly 80% of companies with 100 or more employees utilize talent assessments in the recruitment of external hires. This course will not only discuss their use in talent acquisition but also in on-boarding and in on-going talent development. The content is designed for you, the HR professional, to learn about these great tools and how to use them during major phases of the employment cycle.
After this course, you’ll be able to:
Add Talent Assessments to your HR toolkit. Better enable yourself and your management team to win the war for talent and drive business performance.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 2.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 2.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Developing Hi Pos & Emerging Leaders
Module: Ongoing Talent Development
The top 100-300 high potentials who are on track to be senior leaders in the next 2-5 years, may undergo a 12-24 month leadership learning journey that includes a blend of classroom, online and experiential leadership development elements. Talent assessments are often incorporated into various phases of a High Potential program.
These may start with a 360-degree feedback survey to build awareness of the current leadership capabilities. But beyond this they may complete an online assessment battery to measure leadership potential and risk factors, which may include some combination of a cognitive ability test, a big five personality test, a motives and values questionnaire, an emotional intelligence test and/or a leadership derailment tendencies test.
These could serve as indicators of which leadership capabilities they should target in their personal development plans. Often these High Potentials or Hi-Pos will receive one-on-one assessment debrief sessions on these assessments before they attend an in-person leadership development event. Further along in the learning journey, after they’ve had the opportunity to learn and practice some of their leadership skills, they may come together to participant in an assessment center designed for leadership development.
In these “development centers” the high potential has the opportunity to experience the day in the life of a senior leader which may be 1 or 2 levels above their current level. So they may have to stretch their leadership capabilities to perform on leadership these competencies that they may not normally use too much in their current role. The experience of going through the development center is powerful and the data it can provide can be useful to help the high potential create insights into what they will need to develop for their future.
Many organizations will also create an “emerging leaders” program for people who have been identified as future people leaders. This is typically a much larger group and therefore technology is leveraged more heavily for these participants.
A big five personality assessment can be an excellent starting point for building self-awareness and teaching these future people leaders about communication styles, individual differences in personality and their own future leadership potential. These can also be used as inputs to their individual development plans. Then they can complete targeted online learning modules around their development focus areas.
Additionally, mentors or even peer coaches can help them continue to practice new leadership competencies and develop fundamental management skills and interpersonal skills.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
Dr. Craig Haas is a Management Consultant and Executive Coach at Advantage Performance Group with over 15 years of experience in helping companies select high quality talent and develop leaders.
His specialty is talent assessment for enterprise wide talent acquisition and leadership development initiatives. Craig is also a talented training facilitator. He also serves as an...